"Show Me the Money: The Rules of EMPLOYEE Engagement"

How do you measure productivity? Is it by adding one new client per month; decreasing loss productivity per hour; or increasing weekly sales? Productivity is measured in terms of team performance, but teams must be prepared in order to perform. Leaders have to do their part to make this happen. That said here is a little secret, "employee engagement affects the bottom line!" Employees spend an average of two hours per day on non-work related activities that might include but is not limited to engaging in unsanctioned social media, running errands, socializing with other co-workers, and surfing the internet. This is all because they are simply not vested in work productivity. This can be for several reasons: (a) skills not maximized, (b) poor training, (c) negative social capital, and (d) numerous others. Wages multiplied by two hours of work per employee is quite a significant loss. Regardless of why employers fall short, the key is to get employees fully engaged as quickly as possible. The way to accomplish this is through professional development training. Strong teammates make strong teams. When we build individuals we build teams as well as shave the cost of the bottom line. To that end, there are four major productivity derailers that occur when teams are not fully engaged and aligned:

  1. Sick Leave! - Employers spend an average of $800 per year per employee for individuals who are not really sick? People are more likely to call in sick when they do not like their jobs!
  2. Conflict - Teams cannot possibly be expected to produce in a workplace filled with low trust, sabotage, and the lack of teamwork and vision. Conflict is a major engagement killer. It causes poor moods, poor listening, and zaps motivation and morale. Believe the evidence. It shaves the bottom line when workers spend more time watching their backs, spreading venom, and planning counter attacks than on creativity, innovation, and making money. Such activity is COUNTERPRODUCTIVE!
  3. Loss Productivity - Manufacturers can experience an average of $7500 per hour in loss production because of poorly trained or untrained team members. The safety risk alone in this regard should be enough to make employers take heed.
  4. Turnover - There are two outcomes for poorly engaged and underutilized talent: (a) they leave; or (b) they become cancerous to the organization. Turnover costs 30-50% of entry-level salaries, 150% at mid-level, and over 400% for executive level employees---that is an average of $10,000 per vacancy.

Training increases engagement, engagement increases productivity, and more productivity increases the bottom line. Employers may think they cannot afford to train, but what they really cannot afford is the loss productivity if they do not. Many states provide training reimbursement dollars to designated employers who are dedicated to creating jobs and developing people. Some offer as much as $.5 million per project. That is serious ROI, and the best way to show you the money. Kimberly welcomes your feedback and questions! Kimberly Polite is the owner of Executive Communication Solutions (ECS) in Lake Forest, CA. ECS provides training curriculum, personality and leadership assessments for talent and leadership development and engagement. For more information on training or funding, contact Kimberly at [email protected] and www.ecstrains.com. Sources Markos, S., & Sridevi, M. (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business & Management, 5(12), 89-96. Retrieved from EBSCOhost. RightPath Resources. (2008). Individual and Team Development. Suwanee, GA: Author

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